n News analysis

industry can lead employees
astray – so how do Fin Tech
firms retain their talent?

Retention

Shared ownership is a traditional method of retention,
and one which is prevalent
in the Fin Tech industry.

“It’s a way of binding an
individual to the success of
the company and rewarding the individual at the
point at which hard work
begins to turn into commercial success,” Proviti’s
Cummings explained.

He added that creating a
culture within an organisation – where individuals are
too happy to even consider
moving to another firm – is
another popular and successful method.

“Simple trappings of
pool tables, table tennis
tables, sofas and Xbox consoles in the corner of the
office can make all the difference to staff,” he said.

For Platform Black, it’s
about ensuring the work
environment is motivating,
encouraging and transparent.

technical staff will test candidates on specific expertise, but an individual’s personality and values is also
an important factor when
making a final decision.

Langron explained: “Werun a thorough CV screen-ing of each candidate tounderstand whether or notthey have the specific exper-tise and qualifications we arelooking for and then invitethe candidate to multipleface-to-face interviews.”She added that the com-pany is ultimately peoplefocussed, which applies toboth staff and the peoplebehind the business thatwe fund.

“That’s what really differentiates us from our
competitors,” Langron said.

“We are not just a finan-cial technology company.”Identifying talent andgoing through the motionsto ensure a candidate isright for the company, canbe only half of the battle forFin Tech firms.

Once hired, a multitude
of opportunities within the

The process

The recruitment process
at each individual Fin Tech
company is unique, and
hiring for technical talent
– in the case of Pelican – is
different from other roles.

Technical staff applying
for a role at Pelican will
have to undergo tests to
prove ability and knowledge
as the technology involved
is complicated and requires
understanding.

The process then chang-es for those applying for amore senior role – whereDesai points out – it ismore about experience andwhat they are looking toachieve in the new role.“We have to get goodtalent, and we use all meansavailable,” Desai said.“Pelican use agenciesand we have people lookingon our behalf. Shortlists aredrawn up and our humanresources department willgo through key require-ments, before carrying outface-to-face interviews.”

Similarly, Platform
Black’s recruitment for

“The number of CEOs named ‘John’ is higherthan the number of female CEOs overall.”